Question 20 The most widely used methods for evaluating training and development programs are likely to fall short in: measuring participants' satisfaction with the training program. measuring the extent to which participants have learned the material in the program measuring whether behavioral change has occurred. measuring the opinions of participants in the program. Both: measuring the opinions of participants in the program; and measuring participants' satisfaction with the training program Question 21 2p If you were director of training and development at a moderately successful, medium-sized company, which method for evaluating your training programs would have the strongest potential for persuading skeptical company executives that the programs are worthwhile? the experience of other companies using the same or similar programs the reactions of participants measured after taking part in the programs, combined with self-reported behavioral change assessed about a month after the programs the anonymous reactions of participants in the programs, as expressed in online surveys simple tests of the amount that participants leared in the programs, as indicated by difference scores between pre- and post-tests the effect of the programs on bottom-line measures such as revenue or profit Question 28 As discussed in the recording, the Hay system of job evaluation uses the compensable factors of: kow-tow, submission, dominance, and flexibility expertise, accountability, responsibility, and work conditions dominance, flexibility, education, and comprehensiveness technicality, abstractness, comprehensiveness, and difficulty know-how, problem-solving, accountability, and work conditions